• The company runs recurring Graduate and Summer Intern Programs with published annual key dates, including a graduate start in February and a summer intern start in December.
• Westpac offers a wide set of graduate streams (including Technology Rotational, Digital, Risk, Finance and Accounting, Human Resources, and Corporate and Institutional Banking), which creates multiple entry points beyond a single “generalist” intake.
• The company sets broad eligibility for grads and interns, including welcoming applicants from all disciplines and accepting graduates up to three years after completing a degree.

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• The company publishes a clear graduate selection flow with four stages: online application, online assessments, a pre-recorded video interview, and an assessment centre with a behavioural interview and a case study.
• Westpac publishes process expectations that matter in practice, including that assessment deadlines can be as short as 48 hours and that graduate applications follow a set seasonal calendar (applications, assessment centres, start date).
• The company provides an accommodations contact route for disability-related adjustments during the graduate application process, but public detail on feedback depth and timeline consistency relies heavily on broad promises rather than service levels by stage.

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• The company’s Graduate Journey materials specify a dedicated support network, including a graduate alumni buddy, a mentor, and a business champion, plus peer cohort connection.
• Westpac describes the graduate experience as a rotational program plus tailored training sessions that build technical and soft skills, with support to land in a role that fits at the end of the program.
• The company extends learning and support signals into internships through intern-alumni testimonials that reference intern managers, a grad buddy, and development support from day one.

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• The company states graduate and intern salaries are reviewed against the market and references a package that includes financial and lifestyle benefits, discounts, and an employee share plan, but Westpac often does not publish a clear salary range on the official program pages.
• Westpac graduate salary ranges are more visible via external listings and self-reported salary data than via Westpac’s own job ads, which reduces early-career pay certainty before applying.
• The company offers stability-focused benefits that are spelled out publicly, including paid wellbeing days, purchased leave options, and paid parental leave, but broader job-security perception is affected by public reporting of planned job cuts in recent years.

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• The company links internships to concrete next steps by positioning some intern streams as a fast-track into the Graduate Program and featuring intern-alumni stories of returning as graduates.
• Westpac has mixed progression sentiment in large-scale employee reviews, including a mid-range “career opportunities” score rather than a standout signal for rapid early promotions.
• The company’s public reporting includes recent large workforce reduction plans tied to cost and simplification programs, and Westpac does not publish early-career cohort outcomes like intern-to-offer rates, time-to-promotion bands, or retention by intake.

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